Board Policy GBU: Professional Personnel Ethics

MISSION: The proper management and administration of the DeKalb County School District (“District”) requires both public confidence in the integrity of the District and accountability in the education profession. Accordingly, the District establishes ethical standards for employees that comport with these objectives.

1. APPLICATION

Code of Ethics for Educators

The District recognizes teaching as a profession and adopts the Code of Ethics for Educators (“Code”), promulgated by the Georgia Professional Standards Commission.

1. Certified Employees: The District recognizes that the Code sets appropriate standards for certified employees and the Board expects adherence to the Code by all certified employees.

2. Classified Employees: The District recognizes that the Code also sets appropriate standards for classified employees and the Board expects adherence to the Code by all classified employees.

Conflicting Provisions

To the extent that any provision of the Board’s Code of Ethics for Employees conflicts with the Code of Ethics for Educators or any other laws or regulations of the United States or the State of Georgia, the applicable Board Code of Ethics for Employees’ provision shall be null and void.

1. OTHER EMPLOYMENT

Unless in an unpaid leave of absence status, approved by the Superintendent, no employee shall accept or engage in any outside employment or business activity with obligations that may conflict, or appear to conflict, with the interests of the District, nor shall the employee conduct activities related to outside employment during the school/business day. District employees shall also follow the guidelines of Board Policy “Conflict of Interest,” Descriptor Code “GAG” regarding other employment.

1. CONFIDENTIAL INFORMATION

Except as required by Georgia law, pursuant to the Open Records Act, O.C.G.A. § 50-18-90, et seq., or other properly enacted statutory authority, District employees shall not disseminate nonpublic information, or information that should not be disclosed, concerning the District’s governing operations, policies, decisions, plans or affairs; nor, under any circumstances, shall any employee use such information, or any information acquired in the employee's official capacity, to advance the financial or personal interest(s) of the employee or other person.

1. CONCEALMENT OF FACTS OR FRAUDULENT DOCUMENTS

Each District employee is expected to maintain the highest level of integrity and honesty. Pursuant to O.C.G.A. § 16-10-20, in any matter within the jurisdiction of the District, or involving the District, an employee is prohibited from:

1. Knowingly and willfully falsifying, concealing, or covering up, by any trick, scheme, or device, a material fact;

2. Making a false, fictitious, or fraudulent statement or representation; and/or

3. Making or using any false writing or document, knowing that the document contains any false, fictitious, or fraudulent statement or entry.

4. REPORTING

Employee Crimes

The Superintendent directly or his/her designee shall make an immediate written report to the Board upon receiving a written report from any identified District personnel, parent or custodian of a child enrolled in the District that any District educator has committed any of the following specifically identified crimes:

1. Murder, voluntary manslaughter, aggravated assault, aggravated battery, or kidnapping, as defined in Chapter 5 of Title 16 of Georgia law;

2. Any sexual offense, as provided for in Chapter 6 of Title 16, or any sexual exploitation of a minor as provided for in O.C.G.A. § 16-12-100 of Georgia law;

3. Any offense involving marijuana or a controlled substance, as provided for in Chapter 13 of Title 16 of Georgia law; and

4. Any offense involving theft, as provided for in Articles 1 and 2 of Chapter 8 of Title 16 of Georgia law.

Drivers License and Traffic Citations

Any employee who operates a District vehicle is required to notify his/her immediate supervisor and the Human Resources Office at the beginning of the next business day after any of the following events:

1. The employee receives a traffic citation; or
2. The employee’s drivers license is suspended, restricted or revoked for any reason, regardless of whether the incident resulting in the suspension, restriction or revocation of the employee’s license occurred on personal time or during work.

1. SALE OF REAL OR PERSONAL PROPERTY

Pursuant to O.C.G.A. § 16-10-6, no District employee shall, for himself or herself or on behalf of any business entity, sell any real or personal property to the District, except:

1. Personal property of less than $800.00 per calendar quarter; or

2. Personal property made pursuant to sealed, competitive bid; or

3. Sales of real property in which an appropriate disclosure has been made pursuant to O.C.G.A. § 16-10-6.

4. CONSPIRACY

Pursuant to O.C.G.A. § 16-10-22, no District employee shall enter into a contract, combination, or conspiracy in restraint of trade or in restraint of free and open competition in any transaction with the District, regardless of whether the transaction is for goods, materials, or services.

1. OTHER APPLICABLE POLICIES

Conflict of Interest

“Conflict of interest” is defined as the use of a position for personal gain. A conflict of interest arises in those situations that result in a clash between the individual’s interest as an employee of the District and the individual’s private, pecuniary interest. Each District employee has the responsibility of ensuring that his/her individual behavior and activities are consistent with Board policy and are not susceptible to a conflict of interest, as outlined in Board Policy “Conflict of Interest,” Descriptor Code “GAG.” Failure to adhere to these guidelines will constitute a violation of the Ethics Policy.

Purchasing Policy

All District employees have a responsibility to ensure that all purchases for the school system are based on equity, quality, price, and service. Employees are required to follow the procedures in Board Policy “Purchasing,” Descriptor Code “DJE” and Board Policy “Purchase Orders and Contracts,” Descriptor Code “DJEG.” Failure to adhere to these guidelines will constitute a violation of this policy.

1. VIOLATION AND RESOLUTION

If an employee wishes to report an alleged violation, he/she should follow the procedures set forth in the associated administrative regulation. Employees who perform this reporting function in good faith will not be subject to any reprisal. Further, an alleged violation of this policy is cause for an immediate investigation by the District. If it is determined that an employee has violated this policy, the employee will be subject to disciplinary action, including, but not limited to, termination.